Common use of Step Two Clause in Contracts

Step Two. (1) If the grievance is not settled at Step One, then within twenty (20) days of the occurrence of facts giving rise to the grievance and/or the date on which the grievant or the Association knew or through reasonable diligence should have known of the facts giving rise to the grievance, the teacher may present a formal written grievance by fully completing the form attached as Appendix A and delivering it to the Human Resource Operations Officer. If the Human Resource Operations Officer does not receive the grievance within the specified time, then the grievance shall be deemed null and void, and there shall be no further proceedings on it. (2) If the Association believes there is a grievance that affects a whole class of teachers, then within twenty (20) days of the occurrence of facts giving rise to the grievance and/or the date on which any of the affected teachers or the Association knew or through reasonable diligence should have known of facts giving rise to the grievance, the Association may present a formal written grievance by fully completing the form attached as Appendix A and delivering it to the Human Resource Operations Officer. If the Human Resource Operations Officer does not receive the grievance within the specified time, then the grievance shall be deemed null and void, and there shall be no further proceedings on it. Within fifteen (15) days after receiving the written grievance, the Human Resource Operations Officer or designee shall meet with the grievant on the grievance. Within fifteen (15) days of the conclusion of the meeting, the Human Resource Operations Officer or designee shall provide a written response to the grievant and the Association. If the Human Resource Operations Officer or designee does not respond within the designated time, then the grievance shall be deemed denied at the expiration of the period in which he/she was supposed to respond.

Step Two. (1) If the discussion does not resolve the grievance is not settled at Step Oneto the satisfaction of the grievant, then such grievant shall have the right to lodge a written grievance with such building principal. Said grievance shall be filed within twenty thirty (2030) calendar days after the grievant knew, or through the exercise of reasonable diligence should have known, of the occurrence of the facts giving rise to upon which the grievance and/or is based. If a grievance is not filed or advanced within the date on which appropriate time limits, the right of the grievant to grieve or to continue the Association knew or through reasonable diligence should have known of the facts giving rise to the grievance, the teacher may present a formal written grievance by fully completing the form attached as Appendix A and delivering it to the Human Resource Operations Officeris waived. If the Human Resource Operations Officer administration does not receive respond to the grievance within the specified time, then appropriate time limits said grievance is advanced to the next step. The written grievance shall be deemed null on a standard form (see Appendix "F") and void, and there shall be no further proceedings on it. (2) If the Association believes there is contain a grievance that affects a whole class of teachers, then within twenty (20) days concise statement of the occurrence of facts giving rise upon which the grievance is based and a reference to the grievance and/or the date on which any specific provision of the affected teachers negotiated agreement allegedly violated, misinterpreted or the Association knew or through reasonable diligence should have known misapplied. A copy of facts giving rise to the grievance, the Association may present a formal written grievance by fully completing the form attached as Appendix A and delivering it to the Human Resource Operations Officer. If the Human Resource Operations Officer does not receive the grievance within the specified time, then the such grievance shall be deemed null and void, and there filed with the Superintendent. The grievant shall have a right to request a hearing before the building principal. Such hearing shall be no further proceedings on it. Within fifteen conducted within five (155) working days after receiving the receipt of such request. The grievant and the Association shall be advised in writing of the time, place and date of such hearing and the grievant shall have the right to be represented at such hearing by a representative of the Association. The building principal shall take action on the written grievance within five (5) working days after the receipt of said grievance, the Human Resource Operations Officer or designee shall meet with the grievant on the grievance. Within fifteen or, if a hearing is requested, within five (155) working days of after the conclusion of said hearing. The action taken and the meetingreasons for the action shall be reduced to writing and copies sent to the grievant, the Human Resource Operations Officer or designee shall provide a written response to the grievant Association, and the Association. If the Human Resource Operations Officer or designee does not respond within the designated time, then the grievance shall be deemed denied at the expiration of the period in which he/she was supposed to respondSuperintendent.

Step Two. (1) If the grievance is not settled at Step One, then within twenty (20) days of the occurrence of facts giving rise to the grievance and/or the date on which the grievant or the Association knew or through reasonable diligence should have known of the facts giving rise to the grievance, the teacher may present a formal written grievance by fully completing the form attached as Appendix A Attachment B and delivering it to the Human Resource Operations Officer. If the Human Resource Operations Officer does not receive the grievance within the specified time, then the grievance shall be deemed null and void, and there shall be no further proceedings on it. (2) If the Association believes there is a grievance that affects a whole class of teachers, then within twenty (20) days of the occurrence of facts giving rise to the grievance and/or the date on which any of the affected teachers or the Association knew or through reasonable diligence should have known of facts giving rise to the grievance, the Association may present a formal written grievance by fully completing the form attached as Appendix A Attachment B and delivering it to the Human Resource Operations Officer. If the Human Resource Operations Officer does not receive the grievance within the specified time, then the grievance shall be deemed null and void, and there shall be no further proceedings on it. Within fifteen (15) days after receiving the written grievance, the Human Resource Operations Officer or designee shall meet with the grievant on the grievance. Within fifteen (15) days of the conclusion of the meeting, the Human Resource Operations Officer or designee shall provide a written response to the grievant and the Association. If the Human Resource Operations Officer or designee does not respond within the designated time, then the grievance shall be deemed denied at the expiration of the period in which he/she was supposed to respond.

Step Two. (1) i. If the grievance is not settled at Step One, then within twenty (20) days of the occurrence of facts giving rise to the grievance and/or the date on which the grievant or the Association knew or through reasonable diligence should have known of the facts giving rise to the grievance, the teacher may present a formal written grievance by fully completing the form attached as Appendix A and delivering it to the Human Resource Operations OfficerDirector of Employee Relations. If the Human Resource Operations Officer Director of Employee Relations does not receive the grievance within the specified time, then the grievance shall be deemed null and void, and there shall be no further proceedings on it. (2) ii. If the Association believes there is a grievance that affects a whole class of teachers, then within twenty (20) days of the occurrence of facts giving rise to the grievance and/or the date on which any of the affected teachers or the Association knew or through reasonable diligence should have known of facts giving rise to the grievance, the Association may present a formal written grievance by fully completing the form attached as Appendix A and delivering it to the Human Resource Operations OfficerDirector of Employee Relations. If the Human Resource Operations Officer Director of Employee Relations does not receive the grievance within the specified time, then the grievance shall be deemed null and void, and there shall be no further proceedings on it. iii. Within fifteen (15) days after receiving the written grievance, the Chief of Human Resource Operations Officer Resources or designee shall meet with the grievant on to discuss the grievance. Within fifteen (15) days of the conclusion of the meeting, the Chief of Human Resource Operations Officer Resources or designee shall provide a written response to the grievant and the Association. If the Chief of Human Resource Operations Officer Resources or designee does not respond within the designated time, then the grievance shall be deemed denied at the expiration of the period in which he/she was supposed to respondfifteen (15) day period.

Step Two. (1) . If the discussion does not resolve the grievance is not settled at Step Oneto the satisfaction of the grievant, then such grievant will have the right to lodge a written grievance with such building principal. Said grievance will be filed within twenty thirty (2030) calendar days after the grievant knew, or through the exercise of reasonable diligence should have known, of the occurrence of the facts giving rise to upon which the grievance and/or is based. If a grievance is not filed or advanced within the date on which appropriate time limits, the right of the grievant to grieve or to continue the Association knew or through reasonable diligence should have known of the facts giving rise to the grievance, the teacher may present a formal written grievance by fully completing the form attached as Appendix A and delivering it to the Human Resource Operations Officeris waived. 2. If the Human Resource Operations Officer administration does not receive respond to the grievance within the specified appropriate time limits said grievance is advanced to the next step. 3. The written grievance will be on a standard form (see Appendix "F") and will contain a concise statement of the facts upon which the grievance is based and a reference to the specific provision of the negotiated agreement allegedly violated, misinterpreted or misapplied. A copy of such grievance will be filed with the Superintendent. The grievant will have a right to request a hearing before the building principal. Such hearing will be conducted within five (5) working days after the receipt of such request. The grievant and the Association will be advised in writing of the time, then place and date of such hearing and the grievance shall grievant will have the right to be deemed null and void, and there shall be no further proceedings on it. (2) If the Association believes there is represented at such hearing by a grievance that affects a whole class of teachers, then within twenty (20) days representative of the occurrence Association. The building principal will take action on the written grievance within five (5) working days after the receipt of facts giving rise to the grievance and/or the date on which any of the affected teachers or the Association knew or through reasonable diligence should have known of facts giving rise to the said grievance, the Association may present or, if a formal written grievance by fully completing the form attached as Appendix A and delivering it to the Human Resource Operations Officer. If the Human Resource Operations Officer does not receive the grievance hearing is requested, within the specified time, then the grievance shall be deemed null and void, and there shall be no further proceedings on it. Within fifteen five (155) working days after receiving the written grievance, the Human Resource Operations Officer or designee shall meet with the grievant on the grievance. Within fifteen (15) days of the conclusion of said hearing. The action taken and the meetingreasons for the action will be reduced to writing and copies sent to the grievant, the Human Resource Operations Officer or designee shall provide a written response to the grievant Association, and the Association. If the Human Resource Operations Officer or designee does not respond within the designated time, then the grievance shall be deemed denied at the expiration of the period in which he/she was supposed to respondSuperintendent.

Step Two. (1) If the grievance is not settled at Step One, then within twenty (20) days of the occurrence of facts giving rise to the grievance and/or the date on which the grievant or the Association knew or through reasonable diligence should have known of the facts giving rise to the grievance, the teacher may present a formal written grievance by fully completing the form attached as Appendix A B and delivering it to the Human Resource Operations Officer. If the Human Resource Operations Officer does not receive the grievance within the specified time, then the grievance shall be deemed null and void, and there shall be no further proceedings on it. (2) If the Association believes there is a grievance that affects a whole class of teachers, then within twenty (20) days of the occurrence of facts giving rise to the grievance and/or the date on which any of the affected teachers or the Association knew or through reasonable diligence should have known of facts giving rise to the grievance, the Association may present a formal written grievance by fully completing the form attached as Appendix A B and delivering it to the Human Resource Operations Officer. If the Human Resource Operations Officer does not receive the grievance within the specified time, then the grievance shall be deemed null and void, and there shall be no further proceedings on it. Within fifteen (15) days after receiving the written grievance, the Human Resource Operations Officer or designee shall meet with the grievant on the grievance. Within fifteen (15) days of the conclusion of the meeting, the Human Resource Operations Officer or designee shall provide a written response to the grievant and the Association. If the Human Resource Operations Officer or designee does not respond within the designated time, then the grievance shall be deemed denied at the expiration of the period in which he/she was supposed to respond.

Step Two. (1) If the grievance remains unresolved following the STEP ONE process, the grievance may be submitted to the Xxxx of the Faculty in which the Employee works, within ten Days of the STEP ONE reply. The Xxxx shall convene a meeting with the Employee, and the Union to discuss the grievance within ten 0) Days of the receipt of the grievance and shall respond to the grievance, in writing, within seven (7) Days of this meeting. If the grievance remains unresolved following STEP TWO, the grievance xxx.xx submitted to Arbitration as set forth in If no written request for Arbitration is received within twenty-five (25) Days of the receipt of the decision under STEP TWO, the grievance shall be deemed to have been withdrawn. Where no answer is given within the time limits specified in the Grievance Procedure, the Union shall be entitled to submit the grievance to the next step of the Grievance Procedure. Any grievance that is not settled commenced or processed to the next step in the Grievance Procedure within the aforesaid time limits, or as mutually extended, shall be deemed to have been terminated. A group grievance shall be initiated should more than one Employee be grieving substantially the same alleged violation. Failing resolution of the matter following the Informal Discussion, as provided for in Article a group grievance shall be submitted at Step Onethe STEP ONE stage. All Employees affected may sign the grievance but only one affected Employee may be present at the Informal Discussion and at each step of the grievance process. Up to three additional Employees from the group may be called as witnesses. Any agreement under this Grievance Procedure shall be applied to all affected Employees who signed the grievance. A policy grievance arising directly between the Employer and the Union shall be originated under STEP TWO. However, then it is expressly understood that the provisions of this paragraph may not be used by the Union to institute a grievance directly affecting an Employee or Employees which such Employee or Employees could themselves institute and the regular Grievance Procedure shall not be thereby by-passed. Any grievance by the Employer or the Union as provided in this paragraph shall be commenced within twenty fifteen (2015) days Days after its occurrence or from the date the Employer or the Union ought reasonably to have been aware of the occurrence of facts giving rise to the grievance and/or the date on which the grievant or the Association knew or through reasonable diligence should have known of the facts circumstances giving rise to the grievance, the teacher may present a formal written . An Employer grievance by fully completing the form attached as Appendix A and delivering it will be submitted to the Human Resource Operations OfficerToronto Regional Office of the and shall be originated at STEP TWO. A decision by the Union will be delivered in writing within ten Days of the hearing provided for in STEP TWO. The Employee and a representative who accompanies this Employee under this Article will not suffer a loss in pay as a result of attendance at meetings between the Employer and the Employee as provided for under this Article. Both the Employee and the representative will provide as much advance notice as possible to their Supervisor of any such meetings that conflict with their Employee responsibilities. If the Human Resource Operations Officer does Union notifies the Employer in writing of an alleged violation of the Collective Agreement but indicates a decision not receive the grievance within the specified timeto grieve, then the grievance this decision shall be deemed null and voidwithout prejudice to grievances on similar matters. Furthermore, and there the withdrawal of a grievance at any step shall be no further proceedings without prejudice to grievances on itsimilar matters if the Employer receives written notification of this decision from the Union. (2) If the Association believes there is a grievance that affects a whole class of teachers, then within twenty (20) days of the occurrence of facts giving rise to the grievance and/or the date on which any of the affected teachers or the Association knew or through reasonable diligence should have known of facts giving rise to the grievance, the Association may present a formal written grievance by fully completing the form attached as Appendix A and delivering it to the Human Resource Operations Officer. If the Human Resource Operations Officer does not receive the grievance within the specified time, then the grievance shall be deemed null and void, and there shall be no further proceedings on it. Within fifteen (15) days after receiving the written grievance, the Human Resource Operations Officer or designee shall meet with the grievant on the grievance. Within fifteen (15) days of the conclusion of the meeting, the Human Resource Operations Officer or designee shall provide a written response to the grievant and the Association. If the Human Resource Operations Officer or designee does not respond within the designated time, then the grievance shall be deemed denied at the expiration of the period in which he/she was supposed to respond.

Step Two. (1) If the grievance employee is not settled at Step Onesatisfied with the answer received or an answer is not received, then the employee or the Union may present the grievance in writing within twenty (20) five working days of the occurrence of facts giving rise to the grievance and/or the date on which the grievant or the Association knew or through reasonable diligence should have known of the facts giving rise to the grievance, the teacher may present a formal written grievance by fully completing the form attached as Appendix A and delivering it to the Human Resource Operations Officer. If the Human Resource Operations Officer does not receive the grievance within the specified time, then the grievance shall be deemed null and void, and there shall be no further proceedings on it. (2) If the Association believes there is a grievance that affects a whole class of teachers, then within twenty (20) days of the occurrence of facts giving rise to the grievance and/or the date on which any of the affected teachers or the Association knew or through reasonable diligence should have known of facts giving rise to the grievance, the Association may present a formal written grievance by fully completing the form attached as Appendix A and delivering it to the Human Resource Operations Officer. If the Human Resource Operations Officer does not receive the grievance within the specified time, then the grievance shall be deemed null and void, and there shall be no further proceedings on it. Within fifteen (15) days after receiving the written grievance, the Human Resource Operations Officer level one answer or designee shall meet with the grievant on the grievance. Within fifteen (15) days of the conclusion of the meeting, the Human Resource Operations Officer or designee shall provide a written response to the grievant and the Association. If the Human Resource Operations Officer or designee does not respond within the designated time, then the grievance shall be deemed denied at the expiration of the period allowed for the response. A meeting between the parties will be held at level two within ten working days of the date the grievance is presented at the second level. The individual designated as the second level in the grievance procedure will provide a written answer to the employee and Union within five working days of the meeting. Step Three: Within five working days from the expiration of the period referred to in Step Two, the employee may present the grievance in writing by mailing it by registered mail to the President of Power, with a copy to the Station Manager and the senior executive responsible for Point Copies of correspondence, the grievances presented at Steps One and Two, and replies by persons designated by the Employer under Steps One and Two should accompany the grievance at level three. The President has designated that the senior executive responsible for Point will respond to third level grievances, which do not involve termination of employment. The President or delegate shall reply in writing to the employee within ten working days from the date the grievance was presented. If the employee does not receive a reply or satisfactory settlement of their grievance from the President or delegate, the Union may be refer the grievance to adjudication within ninety days from receiving the third level reply or the expiration of the ten day time period referred to above. If the grievance is referred to adjudication, the parties to the agreement shall endeavor to agree upon an arbitrator within thirty days of the referral to arbitration. The arbitrator shall endeavor to hear the matter within thirty days of being appointed and shall render a decision within thirty days of the date of completion of the hearing. Where the employee presents their grievance in person or in any case in which he/she was supposed a hearing is held on a grievance at any level, a representativeof the Union shall accompany the employee. If advantage of the provisions of this article has not been taken within the time limits specified herein, the alleged grievance shall be deemed to respondhave been abandoned and cannot be reopened. Time limits specified in this article may be extended by agreement between the parties in writing. When the or the person designated to provide a response are shift workers, the time limits will be calculated as actual working days for the person required to take the action described in the grievance procedure. When seeking to enforce an obligation of this agreement, the enforcement of which is not the subject of a grievance of an employee, the Union shall refer the matter in writing to the third level of grievance. Notwithstanding the foregoing, when an employee's grievance relates to disciplinary action resulting in discharge, suspension, or financial penalty it may be referred directly to the second level within five working days after the alleged grievance has arisen. Notwithstandingthe foregoing, when more than one employee presents a grievance at the first step of the grievance procedure, alleging the same violation of any provision of the collective agreement, the Union may consolidate the grievance and refer the matter in writing to the second level of the grievance procedure as one grievance.

Step Two. (1) If the grievance is not settled at Step One, then within twenty (20) days of the occurrence of facts giving rise to the grievance and/or the date on which the grievant or the Association knew or through reasonable diligence should have known of the facts giving rise to the grievance, the teacher may present a formal written grievance by fully completing the form attached as Appendix A Attachment C and delivering it to the Human Resource Operations Officer. If the Human Resource Operations Officer does not receive the grievance within the specified time, then the grievance shall be deemed null and void, and there shall be no further proceedings on it. (2) If the Association believes there is a grievance that affects a whole class of teachers, then within twenty (20) days of the occurrence of facts giving rise to the grievance and/or the date on which any of the affected teachers or the Association knew or through reasonable diligence should have known of facts giving rise to the grievance, the Association may present a formal written grievance by fully completing the form attached as Appendix A Attachment C and delivering it to the Human Resource Operations Officer. If the Human Resource Operations Officer does not receive the grievance within the specified time, then the grievance shall be deemed null and void, and there shall be no further proceedings on it. Within fifteen (15) days after receiving the written grievance, the Human Resource Operations Officer or designee shall meet with the grievant on the grievance. Within fifteen (15) days of the conclusion of the meeting, the Human Resource Operations Officer or designee shall provide a written response to the grievant and the Association. If the Human Resource Operations Officer or designee does not respond within the designated time, then the grievance shall be deemed denied at the expiration of the period in which he/she was supposed to respond.